Organisational Performance Analysis

Richard et al. (2009) stated that organisational performance lays emphasis on three precise end-results for an organisation which are, financial performance, product market performance, shareholder return. The profit or loss that an organisation makes greatly depends on organisational performance. It is therefore important to analyse this to ensure a profitable future for the organisation. The purpose of this essay is to understand how different types of leadership and styles affect organisational performance. Firstly, leadership is explained. Further, the forms and styles of leadership is explained and how each affect organisational performance. Theories put forward to support the topic are described. Finally, criticisms on the research are

It was brought about by John Adair in 1973. The performance of the leader is determined by three aspects, achieving the common task, where the leader has to do planning, controlling and achieving the task. He supervises the performance of the members, and keeps track of the development of the organisation. Team maintenance, that is, keeping the team together, working on the motivation and inspiration of the group. They make sure that there is an active link and positive relation among the group members. Individual needs of group members cater individually to each members of the group in an organisation. Balancing these three aspects is the key in achieving the goal set for the organisation’s growth. This brings about more productivity into the work performance of the organisation.
The servant leadership was suggested in 1970 by Robert Greenleaf. Leadership traditionally is where the leader is in power but here the power is shared. The need of others is out before the leader. This leadership form creates a link between the individuals and brings about better inputs due to the freedom in work. However, this form was criticized by Wong. He said that this form would not work in situations such as military operations or prison systems as it is too unrealistic, impractical and not considered as an alternative leadership as it is too

Transformational leadership transforms the organisation by adapting a new vision whereas transactional leadership in a mutual exchange relationship between individuals .Further, types of leadership explain has different approaches in dealing with team members. In Action-centred leadership, the leader is in power and the capability in managing the group is the main focus. Whereas, servant-leadership the needs of others is put before the leader’s. the styles of leadership, autocratic leader where the leader orders the task on the members, democratic leadership where there’s a mutual understanding between the team members and the